Thursday, 28 September 2017


Complete details on Profile Management:

Profile Management Considerations:

Implementation Considerations:
What content types will be used?
Competencies, Licenses and Certifications, Honors and Awards
What rating models are required?
Where applicable, modify the existing rating models provided, for example for performance or proficiency ratings.
Do you need to modify the lookups?
Review the lookups provided and modify the meanings of lookup values, which appear to end users.
Can your enterprise benefit from summary text for portrait cards?
Enhance the worker’s UI experience by providing guidance or comments above certain talent regions on the portrait cards.
Which roles require access to various contents? - Content section visibility settings

Profile Card:
Identify areas of expertise, such as a specific software package
Review performance documents
Maintain competencies, degrees, and other accomplishments
Manager / HR Specialist
Review areas of expertise and other qualifications for workers
Review performance documents for workers
Experience and Qualification Card
Development and Growth Card:
Use the competency gaps chart to compare their Competencies
Create a career statement to identify career goals
Manager / HR Specialist
Use the competency gaps chart to compare the competencies
Review and edit performance and development goals
Career Planning Card:
Add jobs or positions to their interest lists
View the suggestions list and determine whether to add any of the suggested jobs or positions to their interest list
Identify career preferences such as the job or job family of their next career move
Manager / HR Specialist
Add jobs or positions to the interest lists of their workers
Review career preference information for workers
Review and edit talent ratings such as performance and potential of workers, and the risk and impact of losing them

Content Library :
 Content Library is foundation for profiles as it stores Content Type and content Item.

 1. Content Type :
     An attribute such as Skills, competencies, qualifications etc..
     –Licenses and Certifications
     The predefined non-free-form content types are:
    Free-Form Content Types:
                            A free-Form Content type contains  only a name, a code and a description and doesn't have
                            any properties defined for it until you add it to a profile type.
                            Content: Free-form content types do not include any content items.
                            Usage : Free-form Content types enable you to capture information in a profile that you don't need to store                                     in the content library. For Example you can setup a Free form content type to store information about the
                                    previous employment information for your workers.
The predefined free-form Content Types are:

Content Type Attributes Content types have:

Properties: Fields to be displayed when setting up the content items and the attributes of those fields

Content type properties represent the information that you want to capture for the content type. 
They are the attributes that are used to define the content items for a content type.
These are the attributes that you can set for each field that you want to include for each content type:

Label: Label for the field.
Default Value: Value that appears by default.
Required: Is the user required to populate the field? 
Display: Is the field editable, hidden, or display only?
Source: Name of the lookup type that provides values for the field. 
This attribute is specified for fields ITEM_TEXT_1 to ITEM_TEXT_ 10.
Fields (content type properties) that appear on the pages with the content item are:

COUNTRY_ID: Field for storing the country ID.
DATE_FROM: Field for storing the start date information of a content item. DATE_TO: Field for storing the end date information of a content item.
ITEM_DATE_1 to ITEM_DATE_10: Fields for storing any dates.
ITEM_NUMBER_1 to ITEM_NUMBER_7: Fields for storing any numeric data.
ITEM_TEXT_1 to ITEM_TEXT_10: Fields for storing data that requires selecting values from a list. Each field can store up to 30 characters of data. Ensure that the value of the Source field is a lookup type.
ITEM_TEXT_11 to ITEM_TEXT_ 30: Fields for storing nontranslatable data, such as a code or serial ID. Each field can store up to 30 characters of data.
ITEM_TEXT_TL_1 to ITEM_TEXT_TL_5: Fields for storing translatable data. Each field can store up to 240 characters of data.
ITEM_TEXT_TL_6 to ITEM_TEXT_TL_10: Fields for storing translatable data. Each field can store up to 2000 characters of data.
ITEM_TEXT_TL_11 to ITEM_TEXT_TL_15: Fields for storing translatable data. Each field can store up to 4000 characters of data.
RATING_MODEL_ID: Field for storing rating model information.

STATE_PROVINCE_ID: Field for storing the state ID. This field is used in conjunction with the field COUNTRY_ID.
Relationships: Associations between content types, where one content type is a parent of another, or where one content type supports another
Subscribers: Other Oracle Fusion applications that use content types

 2. Content Item :
 Individual competency, skill, or qualification within a content type that you track in profiles.
•Presentation Skills
•Problem Solving Skills
•Management Skills

Content items contain:

Properties: Content items inherit the fields and field properties that you define for the content type to which the item belongs. For example, one of the fields
defined for the Memberships content type is ITEM_DESCRIPTION field. The attributes of this field are set up so that the label is Description, the field is editable, and the field does not require an entry. When you set up a content item for the Memberships content type, you will see a field labeled Description, in which you can enter text to describe the agency, but the field will not be required.
Another example is the field ITEM_TEXT_2 field defined for the content type Competencies. The attributes for this field is set up so that the label is Evaluation Method, as shown in the image above, the field is a list of values. The ITEM_TEXT_2 field includes the lookup HRT_COMPETENCY_EVAL_TYPE that includes a list of competency evaluation types.
Related content items: If the content type for which you are creating an item has related content types, then you can enter the related content items for the item. For example, if you have a content type relationship where the Competencies content type is supported by the Goals content type, then on the content items for competencies, you can enter the related goals.

Proficiency descriptions: If the content item belongs to a content type that has a rating model defined for it, then you can either use the existing descriptions for the ratings within the model, or define descriptions for the ratings that are specific to the content item. When ratings are given for the content item, the descriptions defined for the item are used instead of those on the rating model.

3. Content subscriber:
Applications external to oracle fusion profile management that use content types..
Ex: use content types like HRMS for Human Resources, HRTR for Talent Review.
Unless the Content Types are shared with an external application, it is not visible to the external application.

For example, you can include competencies in performance documents in Performance Management
so that you can rate workers on the competencies. To be able to include competencies in a performance document, 
the Competencies content type must include HRA as one of the subscriber codes.
When you edit predefined content subscribers, you can associate additional content types, 
but you cannot remove any of the existing content types. You should not remove predefined content subscribers.

Educational Establishments :
A school, college, university, and so on that workers use when they add education information, such as degrees, to their profile

Person Profile Type:

•Provides a template that you use to create profiles of your workers
•Contains the skills, qualities, and qualifications that you want to track for your workers
•The person profile type is predefined, and you can have only one

Model Profile Type:

•Model profile types are A collection of the work requirements ,required skills and qualifications templates for workforce structures such as jobs and positions
•Model profiles identify:
–Targeted and required skills and qualifications for a job or position
–Work requirements, such as work schedule and travel frequency
•Multiple model profile types can be set up

Key Settings:

Profile Management lookups
Profile Management notifications
Profile Management descriptive flexfields

Profile Management Lookups:
Lookups are lists of values in applications. Profile Management includes several lookup types
that have user or extensible customization levels. You should review these lookups,
and update them as appropriate to suit your enterprise requirements
A partial list of the lookup types for Profile Management:
HRT_CONTENT_SUPP_CODE: Codes to identify where the content type originated, such as from the customer or from a third party. HR specialists assign supplier codes when setting up new content types. (extensible)
HRT_COMPETENCY_EVAL_TYPE: Types of competency ratings, such as self, supervisor, and peer. Evaluation types are
used in instance qualifier sets to identify the role of the person who provided a competency rating for a worker. (user)
HRT_RISK_REASON: Reasons for why a worker is at risk for leaving the company. Managers and HR specialists use risk reasons when editing the talent ratings information on workers' career planning cards. (user)
HRT_WORK_HOURS: Work hours for a job or position, such as 9:00 a.m. to 5:00 p.m. Managers and HR specialists specify the expected work hours on job and position profiles. (user)
HRT_WORK_DAYS: Work days for a job or position, such as Monday through Friday. Managers and HR specialists specify the expected work days on job and position profiles. (user)

Profile Management Notifications

Use the Manage Talent Notifications task to enable notifications for Profile Management, as well as Performance Management, Goal Management, and Talent Review. Examples include:

Manager is notified when a worker changes his profile
Worker is notified when a job profile in his interest list changes
Profile Management contains several notifications that inform both managers and workers when changes are made to the person profile.

Using this task, you can only specify whether to send the notifications; you cannot change the text of the notifications.

Profile Management Descriptive Flexfields :

List of descriptive flexfields included in Profile Management and the associated tasks:
HRT_CONTENT_ITEMS_B: Manage Content Items
HRT_ESTABLISHMENTS_B: Manage Educational
HRT_PROFILE_ITEMS: Manage Model Profiles
HRT_RATING_MODELS_B: Manage Rating Models
HRT_RATING_LEVELS_B: Manage Rating Models, Rating Levels tab

Rating Models: 

Rating Models :

Use rating models to rate workers on their performance and level of proficiency in the skills and qualifications that are set up on the person profile.

Key Concepts:

  • You can also use rating models to specify target proficiency levels for items on a model profile, so that the model profile can be compared to workers' profiles.
  • To rate workers on their performance and proficiency, you attach rating models to the content types that are included in the person profile, and then workers can be rated on the items within the type. For example, you can rate workers on the Communication content item within the Competencies content type.
  • Rating models that measure workers' potential and the impact and risk of loss are also available.

To rate workers on their performance and proficiency, attach rating models to the content types included in the person profile. Then you can rate workers on the items within the type. For example, you can rate workers on the Communication content item within the Competencies content type.

For model profiles, you can specify target proficiency levels for items on the profile, to compare model profiles with worker profiles. Using the ratings:

Managers can compare a model profile to workers' profiles with and determine the best person suited to fill a position.
Workers can compare their profile to model profiles to identify:
Suitable positions within the organization.
Skill gaps and fill the gaps before applying for other positions.
Rating models that measure workers' potential and the impact and risk of loss are also available.

Rating models can include some or all of the following components, depending on the use for the model:

Rating levels
Review points
Rating categories
Rating Levels
Rating levels identify the qualitative values, such as 1, 2, 3, or 4, that you use to rate a worker.

For rating models that are used by Oracle Fusion Performance Management, you must:

Define numeric ratings, particularly for rating models in performance documents that use calculated ratings.
Define rating levels using whole numbers, with the highest number indicating the best rating. Rating levels determine high and low ratings in the analytics.
Review Points
Define review points for rating models in performance documents that use the sum or band calculation method. The review points and point ranges that you define for the rating model are used to calculate ratings.

Rating Categories
Using rating categories you can group rating levels together for analysis tools used in the talent review process, such as the box chart that is used in the talent review process. You can group rating levels into categories such as low, medium, and high, and those categories then become the labels for the analytic. You shouldn't change rating categories after setting them up, as the changes could affect the analytic.

Oracle Fusion Compensation Management and Oracle Fusion Performance Management both use rating model distributions to determine the targeted minimum and maximum percentage of workers that should be given each rating level. Compensation Management uses the distribution values that you set up directly on rating models. However, you can set up distributions at the performance template level for rating models that are used in Performance Management.

Consider the example of Apparel company that provides various opportunities for workers
 to volunteer for projects that support Social Responsibility, Environmental Responsibility
 and State Citizenship. Management at Apparel company requested the Fusion implementation
 team to design a way to track the Corporate Citizenship activities of workers so that they
 can rate them on their involvement in the organization. In this example, we also see how a
 rating model is used with content type, how to add the new content type to a person profile
 and add a New Content Section to a Profile.
To achieve the above, we would need to complete the following tasks:
1. Create a rating model
2. Create a Content Type
3. Create Content Items
4. Add the Content Type to the Person Profile Type
5. Adding the New Content Section to a Profile

Written By: Duggireddy Narendra


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